Introduces employers’ health and safety obligations in the UK
There is no one statute specifically and exclusively covering the issue of stress in the workplace. Legal duties arising form the law of negligence and express or implied terms in the contract of employment are relevant to stress claims. The law governing stress has, in the main, evolved from case law rather than legislation - see the related Q&A on what legal duties do employees use to base stress claims on.
However, examples of legislation which have a potential impact on this area include:
- the Health and Safety at Work etc. Act 1974
- the Management of Health and Safety at Work Regulations 1999 (SI 1999/3242) and
- the disability discrimination provisions of the Equality Act 2010.
The Fatal Accidents Act 1976 has also been used to claim compensation in cases of stress-related suicides by employees. The Protection from Harassment Act 1997 has also been used in some extreme cases of harassment leading to stress and depression.
At a European Union (EU) level, current legislation under the European framework directive 89/391 on the introduction of measures to encourage improvements in the health and safety of workers at work covers work-related stress and its causes, in addition to other risks to health and safety. The EU social partners have also signed a framework voluntary agreement on stress.
Guidance produced with Acas, HSE and Health, Work and Well-being summarising employers' legal obligations to reduce and prevent work-related stress
Guidance presented as three separate leaflets: a framework for line managers, guidance for line managers and advice for HR professionals
Reports on the final phase of research, funded by the HSE, CIPD and Investors in People, into management competencies for minimising workplace stress